I need to set the record straight on claims about the pay and allowances negotiations currently underway at Brighton & Hove City Council. The long overdue proposals being consulted on deal with historic issues we inherited from Labour and Tories that have to be resolved to complete the move to single status, which is the process to ensure fairness for all staff pay every council has had to do. The majority of staff, about 90%, will see little or no change to their total pay, and of those affected more will gain than see detriment. Any detriment will be compensated and we expect the total wage bill to rise slightly.
Why are we having to consult staff on this at all? We need to go back to the founding days of the city council I serve on. Brighton & Hove City Council was formed in 1997 from the merger of Brighton Borough, Hove Borough and parts of East Sussex County councils. This, along with changes over the years since then, has left a complex arrangement for staff pay and allowances.
Previous Labour and Conservative administrations made a number of abortive attempts to resolve what unions themselves have called a ‘mish-mash’ of allowances which all agreed need resolving. Whilst basic pay was eventually reformed, the final part of single status in the form of allowances was always ducked leaving the council in a risky and unsatisfactory position.
When Greens became the largest party on the council in 2011 this was one of those incredibly difficult issues which we had to address. Sadly external factors mean the council cannot legally delay any longer, we must negotiate a new set of clear and fair allowances this year. Of the council’s £180m a year pay bill, these allowances make up £4m however the implications of these changes affect all staff.
I make no apology for seeking to introduce fair pay and allowances for all staff from care workers, social workers to gardeners and waste operatives. Since Greens formed the administration our lowest paid all have and will retain bigger pay packets through our introduction of the Living Wage, where we have led the way in local government. Senior management pay is at its lowest level in over a decade. As a result we’ve closed the gap between highest and lowest paid in the council meaning it’s far more equal than when Labour ran the council.
We have spent months exploring every possible option and reviewing how other councils handled similar issues before beginning negotiations with the recognised trade unions. Most councils handled changes to pay and allowances at the same time. Previous administrations took away that choice from us by dealing with basic pay only, leaving the allowances issue unaddressed.
Along the way, up to the formal decision to begin the process, all three political group leaders on the council were regularly briefed on progress. At no point did any of them object to the process continuing. Labour are now retrospectively claiming that they did object vociferously, but I never witnessed this. Form your own conclusions as to why they now say they did object.
The Green Group of councillors were briefed by officers on the plans before voting as a group to proceed. Hence a report was put to the council’s cross-party Policy & Resources Committee authorising the start of negotiations to be led by officers, as is appropriate for such a complex issue with weighty legal and financial implications. We had understood that none of the parties would vote against the report, though some councillors might abstain.
As the meeting proceeded the two Labour councillors on the committee were deep in conversation and appeared to decide a new position then and there. Come the vote they unexpectedly voted against whilst the remainder voted for the report.
Negotiations began in February and continued, on and off, until this month. This Tuesday 7th May the council’s offer as the employer was formally sent to the unions, staff and councillors. This marked the beginning of the ninety day staff consultation period with a huge array of group briefings, every employee receiving a detailed pack and one-to-one meetings for everyone with their manager.
It is very clear that this is not about budget savings and not about ‘austerity’. In fact, based on the offer under consultation, the pay bill is likely to go up slightly. Which other Council in the country can claim that?
With input from officers and unions, we have moved heaven and earth to produce the best possible offer which absolutely minimises detriment whilst remaining within legal and financial constraints.
What is the offer then? The offer includes three key aspects:
- A new fair and simple set of allowances which is easy to understand and helps the council meet the needs of our citizens.With these new allowances 90% of staff will see very little or no change at all in their take home pay. Of those that do, the majority will actually see an increase and a minority will see some detriment. Most of those seeing detriment will, it is estimated, lose less than £25 per week. I recognise even that is a lot to some people, but not the headline figures being used by some individuals.
- Anyone who is unfortunately suffering detriment will be generously compensated for that loss with a lump sump payment. For example someone losing between £1,001 and £1,250 a year is proposed to receive £3,550 in one-off compensation.
- We are keen to provide new opportunities for staff. We hope that, if agreed at a future committee, changes like Bank Holiday working can increase opportunities for waste and recycling staff whilst improving services to the city by eliminating changing collection days every time there is a Bank Holiday.
We shouldn’t prejudge the consultation: Staff need to be given the chance to consider the proposals, how it might affect them and offer their feedback. We also need to be mindful of any negotiations which might happen once the consultation period ends.
We have to resolve these allowances now. To do so without any detriment to any member of staff would sadly be totally unaffordable, even with Council Tax rises that would certainly not be supported by Labour and Conservative councillors. It is also important to remember that Brighton & Hove is the second worst-cut council of its type in the country. Being simply against any detriment to anyone might be ideologically pure, but doesn’t offer any solutions to the immediate situation the city council finds itself in. The Labour Party are not interested in the rights and wrongs of this important issue, and are cynically using it as a stick to beat the Green administration whilst knowingly not telling people the whole story.
It is worth re-iterating that this is not about saving money, the offer will cost more. Most staff are unaffected and the majority of those seeing changes will benefit. Those seeing detriment will be compensated. Despite the incredibly difficult times for our council, facing brutal Tory-LibDem cuts to our funding, we know how important it is to resolve this matter so we are funding the compensation and the slight increase in the wage bill to deliver a fair outcome.
During the consultation period I know that everyone involved remains open to any suggestions from staff and unions which could further improve the offer.
Change is a difficult process for staff affected and to bring in those changes as a minority administration, but it is absolutely the right thing to do for the long term wellbeing of the council, it’s employees and everyone it serves. Nobody who knows all the issues denies that it has to be done, and that other parties have failed to finish the job when they had the chance. With the success of this process I believe that once and for all we can have a council with a clear and fair pay and allowances system. At last.
Jason Kitcat is a Green City Councillor. He is writing in his capacity as Convenor of the Green Group of councillors on Brighton & Hove City Council. You can read more about the offer being consulted on here.